University of Dayton software roles are reported to mix practical work samples with conversation. Candidates describe a Salesforce build task, a code-quality assessment, and a phone screen plus an in-person interview with long gaps.
$95K
Avg. Base Comp
$110K
Avg. Total Comp
Not reported
Typical Rounds
Not reported
Process Length
Three candidates describe University of Dayton software interviews that differ noticeably by team, so prepare for the specific job rather than one fixed format. Titles in the reports include Jr. Software Developer, Student Software Developer and Software Engineer.
The most hands-on report came from a junior developer candidate. After a one-way recorded interview, the hiring manager set up a second round. In that round they were asked to build Salesforce Lightning Web Components and an Apex class that gathered student information and displayed it in a list, and then they got some background on the job. The final round put them in a real planning meeting, where they mapped a business workflow in LucidChart while joining the discussion. That candidate did not receive an offer. If the posting mentions Salesforce, practice a simple LWC plus Apex record-fetching exercise and talk through a workflow diagram out loud.
A student developer candidate on the SDS team described a roughly one-hour session with a professor. The first half covered why they wanted the project named in their cover letter. The second half was a coding assessment that emphasized code quality: writing test cases and refactoring, not only solving the problem. That candidate received an offer, so know your cover letter well and practice tests and cleanup.
A software engineer candidate reported a more traditional path: a phone screen with three HR interviewers covering behavioral basics, then an in-person conversation with a senior manager after about a two-week gap. They received an offer but found scheduling slow and unclear, so ask early about next steps and timing.
Synthesized from 3 candidate reports by our editorial team.
Had an interview recently?
Share your experience. Unlock the full guide.
Real interview reports from people who went through the University Of Dayton process.
The hardest part of my interview was realizing how practical it was going to be. I first had to do a one-way recorded interview, which was pretty straightforward, and then a few days later the hiring manager reached out to set up the next round. That second interview was the one that felt most hands-on: I was asked to create Salesforce LWCs and an Apex class to gather student information and display it in a list. After that, they gave me some background on the job, which made the conversation feel a little more like a working session than a traditional interview.
The final round was even more unusual. I was brought into a regular planning meeting for the position and expected to map the business flow in LucidChart while also contributing to the discussion. That part stood out to me because it felt less like answering interview questions and more like participating in their actual project planning. I was told I’d hear back about onboarding a couple days later, but instead the hiring manager didn’t call when expected and then emailed the next day saying they had changed their minds and wouldn’t move forward. The whole process felt very practical, but also a bit off because it seemed like I was helping with real work before there was any commitment. I’d go in prepared for Salesforce development work, especially LWCs and Apex, and be ready for a process that may include a live planning or workflow exercise rather than just coding questions.
Prep tip from this candidate
Be ready to build a simple LWC plus an Apex class that fetches and displays records, and don’t be surprised if they ask you to think through a workflow visually in LucidChart. It also helps to prepare for a very basic systems question like debugging a queue with mutex locks in C++.
Share your own interview experience to unlock all reports, or subscribe for full access.
Sourced from candidate reports and verified by our team.
Topics based on recent interview experiences.
Featured question at University Of Dayton
Explain what a p-value is to someone who is not technical
| Question | |
|---|---|
| Hurdles In Data Projects | |
| Skyscanner Partner ETL | |
| CNNs vs Intensity-Based Features | |
| Slow SQL Query | |
| Legacy System Heartbeat Monitor | |
| Last Element of a Singly Linked List | |
| Testing Constraints | |
| Open Source Reporting Pipeline | |
| Your Strengths and Weaknesses | |
| Stakeholder Communication | |
| Why Do You Want to Work With Us | |
| Evaluate News | |
| Student Tests | |
| 2nd Highest Salary | |
| Closest SAT Scores | |
| Employee Salaries | |
| Subscription Overlap | |
| Empty Neighborhoods | |
| Top Three Salaries | |
| Monthly Customer Report | |
| Merge Sorted Lists | |
| Rolling Bank Transactions | |
| String Shift | |
| Customer Orders | |
| Comments Histogram | |
| Top 5 Turnover Risk | |
| Like Tracker | |
| Random SQL Sample | |
| Weighted Keys |
Synthesized from candidate reports. Individual experiences may vary.
Candidates report different first screens. One junior developer candidate completed a one-way recorded interview, while a software engineer candidate had a phone call with three HR interviewers. Expect behavioral basics such as introducing yourself, strengths and weaknesses, and relevant technical background.
The junior developer candidate says the hiring manager reached out a few days after the recorded interview to schedule the next round. That round combined a hands-on build with background on the job. A software engineer candidate instead reports a face-to-face interview with a senior manager that felt conversational.
Technical exercises reported are practical. One candidate built Salesforce LWCs and an Apex class to list student information. A student developer candidate wrote test cases and refactored code during a coding assessment. Which task applies likely depends on the team and role.
In one report, the final round was a regular planning meeting where the candidate mapped a business flow in LucidChart while contributing to the discussion. Another candidate was asked about the project interests in their cover letter. Prepare to discuss your reasoning aloud, as this may vary by team.
Outcomes differ among the three candidates: two received offers and one was told by email that the team would not move forward. One candidate reported roughly two-week gaps between rounds, so ask the recruiter about next steps and expected timing.
